Policy Research On High-level Talent Introduction Of Huaqiao University

After decades of development,China's higher education has made great progress and achieved a lot.In the process,introduction and cultivation of high-level talents is the key element for its rapid development and upgrading of education level.At present,due to internal and external constraints,a shortage of high-level talents is still the bottleneck for the university development.Huaqiao University also faces with many problems in introducing high-level talents.Huaqiao University should take into considerations of all the favorable and unfavorable factors in the internal and external environment,adjust measures to actual conditions,formulate policies that conform to the development of the university itself in order to enhance the actual effect of high-level talent introduction work,upgrade the level and competiveness of the university.Based on the research at home and abroad,the thesis first gives definition on the concept,connotation and characteristics of high-level talent introduction policy.Secondly,through an investigation on the current situation of high-level talents introduction of Huaqiao University,relevant data and documents are collected and a comparative analysis is made on the talent introduction effect resulting from policy changes.The thesis points out as the high-level talents policy system has not been formed,the top-level design is not in place,the research is not sufficient,execution is not strong,the supervision is still lacking and some other reasons,high-level talent introduction in Huaqiao University emerges problems as lack of high-end talents and talent team,unobvious functions the talent teams play and imbalanced academic development.Finally,the thesis also uses for reference the advanced experiences of some universities in Europe,the United States and China.The thesis puts forward optimization strategy for Huaqiao University,suggesting policy optimization in three phases: early period of introduction(before the event),the process of introduction(in the event),the late period of introduction(after the event).That is to strengthen top-level design and planning,formulate scientific selection procedures,establish a competitive salary system,perfect the supporting system,explore to build high-level talents SCE,establish a special personnel service and supervision agency,formulate reasonable annual and interim assessment methods,improve the personnel training system,develop a holiday and health examination system for experts and formulate scientific expiry assessment systems,performance evaluation systems,incentive systems and follow-up appointment systems etc.